Amy Thomas | Advancing Careers and Amplifying Salaries | Confessions of a Recruiter #77

Ever wondered how top recruiters stay ahead in the high-stakes game of talent acquisition? Our latest episode features an industry heavyweight who unveils the secrets behind fostering enduring relationships with candidates, ensuring their loyalty and trust. This expert recruiter takes us behind the scenes of their daily hustle, revealing a morning ritual that positions them at the forefront of the market—sending out targeted emails, following up with contacts, and strategically presenting multiple opportunities to candidates.

Prepare to be enlightened on how a personalized approach not only elevates job seekers' careers but also significantly boosts their earning potential. Through a compelling narrative, our guest illustrates the art of juggling time management with the ambitious goal of submitting six to eight candidates to various roles each day. The conversation delves into the nuanced tactics of salary negotiation, providing candidates with a range of choices that ultimately leads to win-win scenarios. This episode is an essential listen for those eager to understand the nuanced dynamics of recruitment and the transformative power of genuine connections.

· Our Website is: xrecruiter.io

Transcript

Speaker 1: 0:00

So I'll build really strong relationships with those candidates where I might not fill them in a role for three to six months but I will keep in contact with them, similar to client side, like always touching base with them, seeing how they're going, building that relationship so that they only want to essentially work with me as a recruiter, because other recruiters in the industry will just randomly call them, say, hey, I've got a job, try and put them in that job, but they're not actually understanding what the needs are for that candidate, what they're really looking for.

Speaker 1: 0:26

So I would say time management, everything. That's something I've really learned over the last sort of three to four years. I used to come in not really understand what I was doing with my morning and just go, oh, I'm just going to work this role and then just start working the role, where now I always follow up from the day before what I need to follow up on and then essentially I'll do maybe 10 to 15 prospect emails every morning, so just sending out an email to some clients seeing how business is going for them and then from that I'll get started on a role for the day. So I normally work one to two roles a day and try and get you know three to four candidates across.

Speaker 2: 1:03

For each role in total no for each role. So you're trying to submit six to eight candidates a day.

Speaker 1: 1:09

Yeah.

Speaker 2: 1:10

A day. Yeah, and to most people that would be shocking. Yeah, even partners in X Recruiter. They'll be like whoa, that's hectic.

Speaker 1: 1:19

Yeah.

Speaker 2: 1:19

Six to eight a day.

Speaker 1: 1:20

Yeah.

Speaker 2: 1:20

So like is that only a compounding effect of these three years of relationships that you can just call on these people? Because I know if I were to sit there on a cold database and try and find six to eight people, I don't think I could.

Speaker 1: 1:31

Yeah, definitely, and it's also you might get one candidate, but put them out to three roles, right? So you might have four candidates, but you got them out to multiple positions, so that you're guaranteed to fill them in one position. So I don't just go one candidate to one role, I go let's get you three opportunities, and then you can take your pick on which one you want.

Speaker 2: 1:50

Even that's a huge value add to a candidate.

Speaker 1: 1:52

Yeah, yeah. So you, I mean, if you put them forward to one opportunity excuse me, they essentially only have one offer and then when the when it's a really good candidate you've got three clients wanting to actually offer the candidate and then you can actually negotiate. So a candidate might be on 90k base. You've got one client going, I'll give him 100. I've got another client going, I'll give him 110. And then you go to that client and go oh look, they've got another offer at 110. Then another client will come forward and go I'll give him 115. So before you know it, you've gotten them a 25K pay rise where, if you just got the one offer, you're relying on that one offer for that candidate. So it works out a lot better that way.